Porters Five Forces - Competitive Analysis

Porters five forces is a competitive analysis model, it helps you to understand at the nature of competition within your industry, hence it is used when completing your industry analysis.[Read More]

Managing organization process

In managing organization process evolved also the transformation, changes and development but managing it and it is a sort of planing, decision-making, goal, task and skills. First we have job design for me as long as you have you organization contract as policy of the school you have to exert more task and responsibility which beyond your contract. Yes I belong to a department which IT department I teach IT student and Admin department as Admin staff in computing laboratory I have two department to handle I can exert my work beyond my contract that can help my organization growth to another level. As delegation of Administrative staff I have the task to maintain the stability of Internet Laboratory, Computing Laboratory, Admin. Offices and Faculty. In my organization the span of management I already practice because what I have to do is what my organization will grow and developed to another level.My organization have a smooth chain of command because I know all the Head of me in my task who the person I can refer in terms of request, task, assignment and trainings. Upon managing organization their is a lot of things to review of course the vision, mission, and goal of the organization seen we work for our organization we done work activities and accomplish objective. I also practice classify work activities including software development that help my organization.I have STAP staff in computing laboratory which I manage to do task and assign it to their objectives of work.I also have orientation from the student for using the computing laboratory policy, guidelines, rules and regulations to have smooth operation and orderliness.

A properly implemented organizing process should result in a work environment where all team members are aware of their responsibilities.

Organizing, like planning, must be a carefully worked out and applied process.

This process involves determining what work is needed to accomplish the goal, assigning those tasks to individuals, and arranging those individuals in a decision-making framework (organizational structure).

The end result of the organizing process is an organization — a whole consisting of unified parts acting in harmony to execute tasks to achieve goals, both effectively and efficiently.

Organizational transformation processes

Transform and change are they the same?Since I knew in my organization. Most of the theory and experienced you feel that the organization will change after 10 years and another year to come. But in instance we change from now.Will for me base on my worked experience the previous organization I worked before is a organization transformation because the president was already resigned for almost 12 years in management. I know that all organization transform in terms of management, policy, guidelines and needs. Suppose transformation can be done in long process time of management you cannot say that this time change now. For two years in worked from my previous organization I experienced their a lot of transformation like the department head, department chair, policy, benifits of the employee and so much struggle of management. Then the time I resigned their also lot of instructor resign also because they don't understand what the management are now. Suppose I have a questions in my mind which is how come to happen this.Maybe I asked my self the salary which is not enough for now but some board of trustees also resigned. For me the transformation organization in that particular of time is so diffucult to handle. Even if I belong to the lower of organizational chart as staff we feel the difficulties of management.So when I transfer to another organization which I worked now the transformation is still going on beacause last year before I hired the school director resigned and have new director in that organization. Since I newly hired Admin staff I feel the welcome and nice environment.Since our organization is also a branch from main school the policy and guidelines of the universities remain in main. I don't feel any transformation regardless with the management as far as my congrats refer to the school as standard policy and task to do.I know if we change their is trial and error, if we transform we see the new management and policy by trial and error!

The core competence of the corporation

Will it so happen that this chapter is our group report. I prepare to have key terms which is Support. Support define for me as a employee which give a standard of teaching and administering the task. For me core competence of the corporation have different view first in my organization have contribute to the stakeholders/parents experienced benefits that they assured that their student have a better in employment because the school pass for standard accreditation.I understand that core competence of the corporation are the employee. Each faculty have their Master degree in line with the bachelor degree. As a new part-time instructor in IT department as my department is new I given the privileged to continue study for my masteral shouldered by my organization. Also given me trainings, workshop and seminars which give me another level of professional work and to my organization. As a part of a part time teacher in my organization we also commit the policy and guidelines especially with the syllabus, DCG and Ched memorandum order. We also organize our course subject as what in expertise need from each class. This also a core competence of organization that we check each student which have a problem like consultation of student. Since we are responsible for nurturing the student for their preparation their field.I have two duties in my Organization I am full time Admin Staff in computing laboratory at the same time part time in house. I also practice my field in terms of web, networking, software development and open source geek this expertise will assure that my student train and gain more in technical and administration skills. I know that I administer my duty as admin staff and part time faculty this responsibility will picture out my skills and expertise. I manage my task as computing laboratory staff and manage my student that is one of my core competence of my organization.

The five competitive forces that shape strategy

I can say that my organization as that every time the number of enrolls will increase at first semester of school year and decrease in second semester. As we face now for the crisis we live for sure some of the student their parents have no enough budget for their tuition that's why they stop from studying.This is always a normal situation in every organization.But for me I understand how the needs of the students to continue her/she studying. A big opportunity does the organization give some of student for Student staff scholarship and the schedule class were the student can work as a part time because of morning/evening class schedule. The treat of new entrants for me is there another colleges/school develop another course that not pass to standard but lesser in tuition that the normal universities and colleges. This another treat for new entrant is the technical course which is the student can work if they past to national certification. All we know that the family can afford it because of time to study and the tuition fee that's a big different for a bachelor degree as what they choice.For me the bargaining power of school involved the student requesting from the school in order to be competitive organization or school you have to pass for universities and colleges standard this is only the way that the student may graduate that they can say what school came from.This observation is truly affected from different institution provided that our school is PACUCOA Level II as another year for preparation of Level 3.This mean that the bargaining power of school can give a competitive skills for every students. For me the treat of substitute is over courses have been offered to the school which over populated from the country that can cause unemployment we understand that in economics "If supply increases and demand remains unchanged, then it leads to lower equilibrium price and higher quantity." The rivalry among existing competitors for me the Organization I worked I can say that the student will graduated this school will have a better in applying jobs because where the school pass the standard as required by PACUCOA ac creditors. It doesn't matter if the competition is always there but my organization help the student to nurture for more better employment, standard studying and better future.

How to motivate employee

In my work place i feel the motivation.From the time I am employed, I encounter so many task and to work it.I know that as a employee you work for good as long as can accommodate the basic needs for daily survival.Let's start from my past time were I hired it so excited to work but later I realize how hard to budget my salary for basic needs and no time for budget. But I consider my self as personal growth and development because my co-workers also share their knowledge in management task and I give also my expertise in IT Support.I enhance my skills and some development that could increase productivity in the department. But the story tells how my skills and management which I learn from my previous employee.Now in my new Organization give some other task and development which I think much more responsibility and managerial task to handle.From salary much better the new one than the old ones it is because I become I regular employee and that I always motivate. I can say it so challenging work from the IT support to IT Administration and Management you make some automation development that can use to the organization.I designated as Computing Laboratory In-Charge and Web & Network Administrator so challenging responsibility but I have so many privileged to do some exploration and developed my skills and technical support in any IT related field.I also happy to work with the IT academe team to guide and support for any development in my organization as part of my work they also recognize the changes I developed like stable internet connectivity, students account in Computing Lab., Website, E-classroom, log-in Internet lab and network design.I also developed my managerial function in my staff make training and some troubleshooting in computing laboratory.I also motivate because the work environment I feel at home because of their idea and support. Also I provide my opportunities to work as a team in my organization, attend meetings and institutional research. I motivate also the fairness of my organization because they gave me satisfy my needs, my quality of work and support.

We must remember that while employees need money to survive, they often are motivated by other elements in the workplace. As humans, we all have different motivators. In my consulting practice, I've found that - besides money - there are eight primary employee needs which, when satisfied, become motivators for higher productivity. When management can determine and then best satisfy its employees' needs, it will create a process that promotes productivity without going over budget.

Passive-Aggressive Organization

In such organizations, information does not circulate freely, and that makes it difficult for workers to understand the impact of their actions on company performance and for managers to correctly appraise employees' value to the organization. I think I'm in a completely passive-aggressive organization. It's a college, so it's also got elements of the old school mentality that the old ways are good enough (or better!) We also have the problem of having too many managers (4 people in the department, 4 managers and 3 of those kind of manage the same area). Employees here give up making any kind of change within 6 mos. of their starting. As someone who really does care about the direction of the organization, I find this completely frustrating.Passive-aggressive organizations are friendly places to work: People are congenial, conflict is rare, and consensus is easy to reach. But, at the end of the day, even the best proposals fail to gain traction, and a company can go nowhere so imperturbably that it's easy to pretend everything is fine.I play poker for a living and many of the skills I've learned at the table translate to the corporate world. In order to be successful you should try to make the best possible decision for any occasion that might occur. Everything is people orientened. What works with one person may not work with another. You need to confront situations head-up and with a thoughtful approach to all the possible outcomes and be able and willing to adapt in a positive way to the inevitable curve-balls that get thrown your way.It would be nice to get your suggestion as to how a cultural change can be brought bear in a passive-aggressive organization. What we could do to improve such an organization? I am middle of it and wanted to improve the organization however, despite the effort to implement the method of organizational change described in no significant change can be made. Yet, efforts are rarely appreciate, in case sometimes, mid to sr level management seems to reject any notion of change.

Empowerment

For me empowerment comes with planning and organizing.And the essence is enacting the vision but the outcome lead to a community or organization worthy of the best human have to offer.Im just a part of a community or employee in my organization who give me my basic needs. As part of organization we commit to do task assign as staff in an organization. But we also refer to our head of the department for a plan to do better support to the student.As a procedure and policy of each organization we should know each functional by department. I empowerment my self in each of my co-instructor and especially to my students.I can lead to my students and co-instructor as part of my duty.By doing each team building and sharing of knowledge help to improve our department.Empowerment also as a key for productivity and professionally. The organization help also my studies as I know that would help me also in the future.Let us build our new generations manage empowerment and lead empowerment.

Organizational Change

Change is always be a part of our life.As the day start to begin there is always change you may know that is bad or good. As a part of an organization we build, plan and manage. Manage is the first think we notice upon changing environment but this is the way we improve.Like we have proposed a integrated library systems(ILS) in our own organization it so hard that the people not actually interested but first you have to show your skills in terms of new technology. Another things is like electronic daily time records some employee bother to log-in or some beside their traditional time to log-in.I can say that we in IT field help our organization to do better and the changes we suppose to be a part of it.

Organizational Change Management is “all of the actions required for an organization to understand, prepare for, implement and take full advantage of significant change”.

The goals of Change Management are:
The successful design, implementation, measurement and maintenance of an organization’s change initiative.Enhancement of their on-going capacity for managing change

Opinion on Organizational Analysis

Suppose we know that all organization has always strategic planning were process to establish priorities on what you will accomplish in the future. Forces you to make choices on what you will do and what you will not do. Pulls the entire organization together around a single game plan for execution. Broad outline on where resources will get allocated. If you fail to plan, then you plan to fail – be proactive about the future

. Strategic planning improves performance. We counter excessive inward and short-term thinking and to solve major. Communicate to everyone what is most important.

Address critical performance issues. Create the right balance between what the organization is capable of doing vs. what the organization would like to do. Cover a sufficient time period to close the performance gap. Visionary convey a desired future end state. Flexible allow and accommodate change. Guide decision making at lower levels – operational, tactical, and individual.

Strength’s – Those things that you do well, the high value or performance points.

• Strengths can be intangible: Good leadership, strategic insights, customer intelligence, solid reputation, high skilled workforce

• Often considered “Core Competencies” – Best leverage points for growth without draining your resources.

•

Weaknesses – Those things that prevent you from doing what you really need to do

• Since weaknesses are internal, they are within your control

• Weaknesses include: Bad leadership, unskilled workforce, insufficient resources, poor product quality, slow distribution and delivery channels, outdated technologies, lack of planning,

Opportunities – Potential areas for growth and higher performance

External in nature – marketplace, unhappy customers with competitor’s, better economic conditions, more open trading policies, .

• Internal opportunities should be classified as Strength’s.

• Timing may be important for capitalizing on opportunities.

Threats – Challenges confronting the organization, external in nature. Threats can take a wide range – bad press coverage, shifts in consumer behavior, substitute

products, new regulations, . . .

• May be useful to classify or assign probabilities to threats

• The more accurate you are in identifying threats, the better position you are for dealing with the “sudden ripples” of change.

Point of View in Organizational Analysis

First in my field of work I don't even know the vision mission and goal in a company. But along the day to day work its guided by an organization. But I know were I am for and limit my capability to do some of unexpected activities beyond the organization.I also learned as a team together with my co-workers and I observed this element should always be practice:

Communication like regular meeting,

Conflict management like share your problems, idea and agreement,

Leadership as a teamwork with agreeable decision,

Decision-making as an organization Agree on process to get buy-in.Allow for time to gather necessary information so that decisions are fact-based.

Flexibility - Be flexible to change mission, products, operations.Evolution of design is not
immediate.

Roles - Don’t pigeonhole someone into a role based upon their background.Utilize others’ strengths. If they can do it better than you, let them

Team building - Spending time outside of regular meetings can help build team chemistry and enable you to work more effectively An ideal balance betweenhumor/play and serious work can be achieved

Team diversity - Each member of a team learns differently and approaches problems
from different angles based on experience, personality type etc. Involving others in your project is opening up to vulnerability, however having another expert take up the
slack makes projects race where they would have crawled if you worked alone.

I hope this point of view in an Organizational Analysis will guide me as go deeper to the field of IT.

Managers v.s Leaders

Managers

Anyone who uses management skills or holds the organizational title of "manager"
A manager of a department in an organization
A manager of a division (business)[read more?]

Leaders

has been described as the “process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task".
Other in-depth definitions of leadership have also emerged.[read more?]

For my own point of view I will be a manager at the same time as a leader. First of all our daily task including the work place have a manager and each subordinate as leader to each co-teacher.We know that a leader is always seek a accomplishment of a common task and manager manage a task.Managing people effectively in extension programmes is a skill that requires constant planning and development. An extension programme manager can be defined as the person who is vested with formal authority over an organization or one of its sub units.Astute managers know what needs to be done but struggle with how to do it. Quite often they prefer to consider themselves as teachers or communicators rather than managers. This results in under-utilization of the increasing amount of literature on management theory and practice. The root of the problem is implementation. They must learn how to motivate others and build an efficient team. Planning is the process of determining organizational aims, developing premises about the current environment, selecting the course of action, initiating activities required to transform plans into action, and evaluating the outcome. The types of planning that managers engage in will depend on their level in the organization and on the size and type of the organization. Strategic planning is different from long-term planning. Long-range planning builds on current goals and practices and proposes modifications for the future. Strategic planning, however, considers changes or anticipated changes in the environment that suggest more radical moves away from current practices.
-Organization mission statement - What
· Strategic analysis - Why
· Strategic formulation - Where
· Long-term objectives implementation - When and How
· Operational plans - When and How
Managers are usually faced with a less certain environment. They may, however, know the probabilities and possible outcomes of their decisions, even though they cannot guarantee which particular outcome will actually occur. In such cases, there is a risk associated with the decision and there is a possibility of an adverse outcome. Most managerial decisions involve varying degrees of uncertainty. This is a key part of a manager's activities. They must decide what goals or opportunities will be pursued, what resources are available, and who will perform designated tasks.Managers have to vary their approach to decision making, depending on the particular situation and person or people involved. The above steps are not a fixed procedure, however; they are more a process, a system, or an approach. They force one to realize that there are usually alternatives and that one should not be pressured into making a quick decision without looking at the implications.For example, if one is involved in planning a workshop, one of the most crucial decisions is the time, format, and location of the workshop. In this case, one's experience as well as one's understanding of the clientele group greatly influence the selecting of alternatives. Often decision trees can help a manager make a series of decisions involving uncertain events. A decision tree is a device that displays graphically the various actions that a manager can take and shows how those actions will relate to the attainment of future events.The organizing process involves five steps: determining the tasks to be accomplished, subdividing major tasks into individual activities, assigning specific activities to individuals, providing necessary resources, and designing the organizational relationships needed. Managers must decide what to do, when, where, how, and by or with whom. Time management is the process of monitoring, analysing, and revising your plan until it works. In complex organizations, there may be bridges from one level to another and there will be complex procedures for maintaining the chain of command.The survival and prosperity of an organization depend on effective adaptation to the environment, which means identifying a good strategy for marketing its outputs (products and services), obtaining necessary resources, and dealing with external threats.To carry out their responsibilities, managers need to obtain recent, relevant information that exists in books, journals, and people's heads who are widely scattered within and outside the organization. They have to make decisions based on information that is both overwhelming and incomplete. In addition, managers need to get cooperation from subordinates, peers, superiors, and people over whom they may have no formal authority.

Welcome to my Organizational Analysis Blogs

Welcome to my Organizational Analysis Blogs